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MAKING SUCCESS STORIES HAPPEN

Recruitment Agency
for Hospitality, Tourism & Leisure
in France

A recruitment agency specializing in Hospitality, Tourism & Leisure identifies, assesses and places executives, managers and directors for hotels, travel groups, tourist attractions and restaurant chains.

According to France Travail's 2026 survey, the hospitality and catering sector accounts for 319,000 recruitment projects in France, 44% of which are considered hard to fill. This level of pressure confirms that recruiting executives and managers in this sector can no longer rely solely on traditional channels.

Seasonality, candidates' geographic mobility and strong competition among employers make recruitment as much a strategic issue as an operational one for this sector.
Morgan Philips supports hotel groups, tourism players, leisure companies and restaurant groups in France in identifying their executives, experts and directors.

Thanks to an in-depth understanding of the sector's professions, our headhunters target profiles capable of combining operational excellence, commercial performance and a strong sense of service, matching the standards expected by your clients. Our recruitment firm draws on this sector expertise to build, with each client, a recruitment strategy tailored to their specific challenges.

Our Recruitment Expertise in Hospitality, Tourism & Leisure

Recruiting in this sector requires a precise understanding of operational environments and client expectations, going beyond a simple review of technical skills. Our recruitment agency assesses each candidate against the following criteria:

  • Sense of service and relational intelligence applied to the sector's requirements
  • Leadership and team unity: ability to inspire and unite teams in a demanding operational environment
  • Stress management: proven capability to manage pressure, particularly during periods of high seasonality
  • Cultural alignment: fit with your brand's culture and standards
  • Segment expertise: understanding of the specific challenges within hospitality, tourism, leisure, or catering

Our specialized consultants draw on an international network as well as dedicated sourcing and assessment tools. We work across permanent contracts, fixed-term contracts, temporary staffing, freelance assignments, transition management, and executive search, in France and internationally.

OUR HEADHUNTERS

Consultants dedicated to Hospitality, Tourism & Leisure recruitment in France

Our team supports hotel groups, independent hotels, resorts, tourism businesses, travel agencies, TravelTech companies, leisure operators, and restaurant groups.

Our consultants understand the key challenges facing your industry: customer experience, service quality, operational profitability, occupancy rates, revenue management, distribution, online reputation, seasonality, and employee retention.

We regularly support clients with:

  • Hotel or site openings and pre-openings
  • Network expansion
  • The creation of a leadership team
  • Digital transformation
  • Reorganisation
  • Urgent replacements
  • Brand premiumisation
  • International development projects

Our objective is to identify talent who can quickly understand your challenges and make a lasting contribution to your performance.

Vos avantages

OUR AREAS OF EXPERTISE

Our recruitment agency covers all segments of the sector in France:

Hospitality and accommodation

  • Hotel groups and independent hotels
  • Luxury hotels and palace hotels
  • Resorts and holiday clubs
  • Outdoor hospitality
  • Serviced residences and aparthotels
  • Hotel management companies
  • Hotel investors and asset managers

Leisure and entertainment

  • Theme parks and tourist attractions
  • Museums and cultural venues
  • Casinos
  • Sports and wellness complexes
  • Events companies
  • Outdoor activities and adventure tourism

Tourism and travel

  • Tour operators
  • Leisure and business travel agencies
  • Booking platforms and OTAs
  • TravelTech
  • Tourist boards
  • Destination Management Companies
  • Premium tourism and tailor-made travel businesses

Restaurants and foodservice

  • Restaurant groups
  • Quick-service and premium restaurants
  • Caterers
  • Event catering
  • Contract catering
  • Hybrid concepts and food halls

Our track record

Positions our recruitment firm fills in Hospitality, Tourism & Leisure

Our headhunters work at all levels of responsibility, from senior management to support functions, on positions such as:

General management & development

  • Chief Executive Officer / CEO (M/F)
  • Deputy Chief Executive Officer (M/F)
  • Chief Operating Officer (M/F)
  • Country Manager (M/F)
  • Regional Director (M/F)
  • Operations Director (M/F)
  • Development Director (M/F)
  • Hotel Asset Manager (M/F)

Property management & operations

  • Hotel General Manager (M/F)
  • Hotel Manager (M/F)
  • Resort Director (M/F)
  • Tourist Site Director (M/F)
  • Leisure Park Director (M/F)
  • Director of Rooms (M/F)
  • Food & Beverage Director (M/F)
  • Operations Manager (M/F)
  • Multi-site Manager (M/F)

Sales, Marketing & CX

  • Sales Director (M/F)
  • Sales & Marketing Director (M/F)
  • Marketing & Comms Director (M/F)
  • E-commerce Director (M/F)
  • Distribution Director (M/F)
  • Revenue Management Director (M/F)
  • Revenue Manager (M/F)
  • Customer Experience Director (M/F)
  • Guest Experience Manager (M/F)
  • Customer Relations Director (M/F)

Finance, HR & support

  • Chief Financial Officer / CFO (M/F)
  • Finance Director (M/F)
  • Human Resources Director / CHRO (M/F)
  • Human Resources Manager (M/F)
  • Procurement Director (M/F)
  • Chief Information Officer / CIO (M/F)
  • Digital Director (M/F)
  • Transformation Director (M/F)
  • Sustainability / CSR Director (M/F)

7 reasons to entrust your Hospitality, Tourism & Leisure recruitment to our headhunters

Frequently Asked Questions About Hospitality, Tourism & Leisure Recruitment Agency

What positions does Morgan Philips recruit for in Hospitality, Tourism and Leisure in France?

Our recruitment firm covers all functions within the sector, from senior management to support roles: general managers, operations directors, sales and marketing managers, revenue managers, as well as finance, HR and purchasing functions. We work with independent hotels and hotel groups as well as players in tourism, leisure and catering.

What is the difference between permanent recruitment and an executive search assignment for a leadership position?

For an executive or manager position, our permanent recruitment division draws on a pool of active candidates, generally allowing for a shorter timeframe. For a general management position or a Comex/Codir mandate, our headhunters apply a dedicated search methodology: complete market mapping, direct approach to candidates who are not actively looking, and a structured leadership assessment. The level of responsibility of the position determines the most suitable approach.

How does Morgan Philips handle recruitment linked to the sector's seasonality?

Seasonality is a central issue in Hospitality, Tourism and Leisure. Our premium temporary staffing and freelance placement solutions allow you to strengthen your teams quickly during peak activity periods, without compromising the level of rigor applied to permanent recruitment.

Why go through a specialized recruitment agency rather than recruiting directly?

A specialized recruitment firm gives you access to candidates who are not actively job hunting, a precise understanding of the sector's salary practices, and a structured evaluation that goes beyond simply reading a resume. Our headhunters maintain direct relationships with professionals across the sector in France, giving our clients access to a talent pool that is largely invisible through traditional channels.

Do you work on recruitment assignments at both national and international level?

Yes. Our consultants work across the whole of France, including recruitment in highly seasonal tourist areas, as well as internationally for hotel groups and tourism players operating in multiple markets.

Looking to recruit in Hospitality, Travel or Leisure in France?

Are you looking for a senior leader, hotel general manager, revenue management expert or immediately operational manager?

Entrust your recruitment to a team that understands your roles, your constraints and the service standards your customers expect.

Looking for a new role instead?

Find the opportunity that suits you best among the job offers available on our website or send us your CV.

Candidates, if you are looking for a position, please apply directly to a job offer or send us your CV by completing the form in the dedicated area.

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How to build relationships with your colleagues
MPG Global
/ Categories: en

How to build relationships with your colleagues

Have a positive attitude. Be honest about who you are. Show others respect. Make a genuine effort to get to know people. Be patient - relationships take time.

Why Building Workplace Relationships Matters

With popular TV shows like Suits, Mad Men and The Office painting a vivid picture of what is, and more often, what isn’t acceptable workplace behaviour, many of us will have experienced some serious expectation vs. reality moments when we first entered the workforce. 

And while our working lives might not be as entertaining or action-packed as we imagined them to be, the truth is, it’s where you’ll spend the large majority of your adult life, and it’s a prime opportunity for you to form valuable, lifelong connections that will have a real impact on your professional and personal life. 

5 Simple Tips for Building Strong Workplace Relationships

Here are 5 simple ways you can build better relationships with your co-workers:

1) Mind Your Mindset for Better Workplace Connections

The first and most important thing to bear in mind when forging relationships with people in your office is to have the right attitude. Be positive, acknowledge other people’s successes and achievements, and make an effort to show an interest in people from all different teams and levels within your organisation by opening up a two-way dialogue. Not only will this help people to connect better with you, it will also have a positive impact on your job performance. 

2) Be Authentic: The Key to Building Trust with Colleagues

The words ‘be yourself’ may come with first-day-at-school undertones, but it’s incredibly important to be honest about who you are as a person. Be proud of your personality, embrace your strengths and acknowledge your weaknesses – this way people will see you for who you are and be much more likely to understand where you’re coming from.

On the other hand, avoid trying to suck up to the higher ups in hopes of gaining praise or attention. In the long run, it will only work against you.

3) Watch Your Language: Respectful Communication in the Workplace

When working in an office with people from all different backgrounds, it’s important to show everyone respect, and this starts by watching what you say. 

And just to be clear, when we say “watch your language”, we’re not talking about profanity – that should be a given. We mean be mindful not to use language that might offend others. 

This starts by trying your best not to make assumptions about people – such as automatically assuming someone’s background, beliefs system, experiences or views are the same as your own – because when you make assumptions about people, even if you keep your thoughts to yourself, these assumptions could easily come out in your choice of language. 

4) Get Involved: How Social Interactions Boost Workplace Relationships

Does your office have after work drinks, social outings, or the occasional team lunch? And do you make an effort to attend these events? 

The truth is, you can’t complain about a lack of culture in your office if you’re not putting in the work, because a five minute conversation outside of the office is often more productive for relationship building than a 40 hour week of interaction with the same person. 

If your work has little to no out-of-office outings, don’t be afraid to make the effort yourself. Invite a colleague or two out to lunch on a Friday, or see if anyone’s interested in a quick drink after work. It might seem small, but little efforts like this will act as a catalyst for a better, more social workplace culture. 

5) Be Patient: Building Workplace Relationships Takes Time

Building relationships in the workplace is important, but it’s often something that happens over time. If you make the effort to show people you care, and are willing to build relationships, then these relationships will happen when they happen – just be patient. 

And if you don’t form the strong bond with your colleagues that you had initially hoped for, don’t let it get you down. In some jobs you’ll be surrounded by like-minded individuals that you form instant connections with, while in other jobs it might be painstakingly slow. But take solace in the fact that you’re being true to yourself and your own values, which at the end of the day, is what it’s all about.

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Content typeArticles
Topic
  • Tips for candidates
  • New world of work
  • Leadership & management

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